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Juggling Multiple Responsibilities - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Juggling Multiple Responsibilities:
Assessment 1 (5-point scale; IDP Comments)
Assessment 2 (3-point scale with Comments)
Assessment 3 (Manager Assessment; 360-Feedback)
Assessment 4 (3-point scale; Rating Limits)
Assessment 5 (3-point scale; Rating Limits)
Assessment 6 (5-point scale with Comments)
Assessment 7 (Comment Boxes Only; IDP)
Assessment 8 (Comment Boxes Only)
Assessment 9 (3-point scale with Letter Grade)
Assessment 10 (360-Feedback; Bonus/Merit Pay)
Assessment 11 (Core Values & Job Competencies)
Assessment 12 (4-point scale; 6 Comment Boxes)
Instructions:
This performance appraisal program is designed to provide a standardized method to:
  1. Provide an objective evaluation of your employee's performance and to share this feedback with the employee
  2. Assist in determining the true development needs of your employee and actions that should be taken to improve their job performance.
  3. This form is intended to ensure fair and equitable salary management. Please note that this review is one of several factors considered in salary decisions.

Manager's Assessment

As a manager, your insights are essential to capture the accomplishments and performance of your team members during the review period. Please provide brief answers to the questions below. The information you provide will be included in the employee's Performance Appraisal.

If you need to submit additional printed sheets, ensure they are signed, dated, and handed over to your Department Head. Additionally, if you believe another individual should contribute to this review, please provide their name and contact details.


Competencies Included:
Juggling Multiple Responsibilities, Quality, Problem Solving, Commitment To Result, Collaboration, Negotiation, Recognition, Entrepreneurship, Flexibility, Management

Part 1: Skills and Accomplishments


  1. Please provide a comprehensive list of this employee's significant accomplishments and any special projects they contributed to during this evaluation period. This information will help us recognize their efforts and understand the impact to the organization.



  2. Please detail any professional development activities this employee has engaged in, such as
    college courses, additional training, seminars, and trade magazine readings.



  3. What do you consider this employee's greatest strengths in your current job?



  4. Which areas of their performance at the company do you feel they need to improveme?


Part 2: Job Competencies

Rating Scale:

Exceeds ExpectationsPerformance consistently surpasses job requirements. Both the quality of their work and the manner in which they achieved it far exceeded the standards and expectations for the position. They demonstrated exceptional competence and productivity. This high level of performance is evident throughout the year and across all critical aspects of their role.
SatisfactoryThe employee consistently shows satisfactory performance and effectively completes assigned tasks. They are fully competent in their role and perform their duties adequately. However, they may require some direction or supervision.
UnsatisfactoryThe employee consistently falls short of the performance standards expected for this role in nearly all key areas. The quality and manner of their work are below company standards and deemed unacceptable. Without significant and immediate improvement, this rating should prompt the employee to reflect on the suitability of their continued employment.
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  1. Juggling Multiple Responsibilities:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Recognizes and responds to product placement and signing needs while staying alert to customers' needs, store activities and training associates. Coordinates the work of a team by assigning tasks to other team members. Organizes tasks for the most efficient order of completion. Can multitask while performing all of their other responsibilities and activities.
Comments, Compliments, and/or Constructive Criticism:


  1. Quality:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Successfully implements quality controls within the department. Engages and leads staff in implementation of new quality procedures. Ensures the hiring of employees that have a quality focus. Maintains detailed instructions to ensure consistency and quality in the production line.
Comments, Compliments, and/or Constructive Criticism:


  1. Problem Solving:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Develops a schedule and gathers the necessary materials and tools. Actively seeks the root cause of a problem. Infers important trends from data. Solves problems using logic and insight.
Comments, Compliments, and/or Constructive Criticism:


  1. Commitment To Result:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Encourages commitment in others to obtain results. Able to focus on a task even when working alone. Creates a sense of urgency among the store team members to complete activities, which drive sales. Coordinates all department activities into a cohesive team effort.
Comments, Compliments, and/or Constructive Criticism:


  1. Collaboration:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Works to create innovative ideas from the collaboration with others. Shares insights, innovations, and resources to enhance efficiency. Collaborates with others to resolve conflicts constructively. Equip the team with the right tools and technologies to facilitate collaboration.
Comments, Compliments, and/or Constructive Criticism:


  1. Negotiation:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Maintains control over emotions to ensure a constructive environment. Effectively sets the tone and agenda, creates rapport, and builds momentum at the start of negotiations. Clearly understands the interests and choices of both parties. Understands the other person's needs, concerns, and motivations.
Comments, Compliments, and/or Constructive Criticism:


  1. Recognition:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Compliments other people when they do good work Makes people around them feel appreciated and valued. Says "thank you" to show appreciation for work of others. Recognizes team members who offer a significant contribution to a project.
Comments, Compliments, and/or Constructive Criticism:


  1. Entrepreneurship:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Has a strategic awareness on how to promote the organization. Excellent at managing relationships with stakeholders. Exhibits determination and passion in completion of goals. Maintains a high level of energy to respond to demands of the job.
Comments, Compliments, and/or Constructive Criticism:


  1. Flexibility:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Is flexible in solving difficult problems. Ability to cope with a variety of client needs. Encourages adaptability to utilize more efficient processes. Demonstrates the ability to think outside the box and adjust as needed.
Comments, Compliments, and/or Constructive Criticism:


  1. Management:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes you feel enthusiastic about your work Keep staff informed about what is happening in the company Is ready to offer help Takes responsibility for things that go wrong
Comments, Compliments, and/or Constructive Criticism:



Part 3: Employee's Individual Development Plan

Short-term Goals
What goals do you wish the employee to accomplish in the next year?


Long-term Goals
What goals do you wish the employee to accomplish within the next 2 to 3 years?


Skill Acquisition
What new skills should the employee plan to acquire within the next evaluation period?